Pay Act of 1963, “men and women performing equal jobs are to receive equal pay” (Noe, Hollenbeck, Gerhart, & Wright, 2009 p.59). However, EMC pay data showed that saleswomen received $39,354 less than salesmen (Noe, Hollenbeck, Gerhart, & Wright, 2009 p.87). Title VII of CRA “forbids discrimination based on race, color, religion, sex, or national origin” (Noe, Hollenbeck, Gerhart, & Wright, 2009 p. 59). The EEOC considers sexual harassment of employees as unlawful employment discrimination. The
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When speak of the labor supply decision, first of all, let me briefly introduce the trend in current labor force. The first phenomenon is aging, say, when population was 282,194,000 in 2000, the total size of the labor force was 142,583,000 while 17% of labor force was people who aged at least 55. By 2020, the estimated share of the labor force held by those who 55 years old and older is projected to be nearly 24%. However, in 2050, the population is expected to be 322, 600, 00 while the total size
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Date: May 25, 2015 To: General Motors From: N/A Subject: Avoiding legal discrimination within General Motors The purpose of this memo is to identify ways to avoid discrimination within General Motors companies. Although GM has changed its hiring process of women and minorities it is a good idea to have an outside consultant, such as myself, pinpoint ways to avoid discrimination in the present and future. In order to meet legal requirements of women and minority workers, General Motors need
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Company | To: | Chief Executive Officer | From: | | CC: | Company Attorney | Date: | 10/18/2014 | Re: | Constructive Discharge and Title VII | Comments: | This memo will explain: A) constructive discharge B) Title VII of the Civil Rights Act of 1964 as it relates to this particular complaint and in general C) recommendations for how the company should respond and also changes to avoid issues with Title VII in the future. | | | A: Constructive Discharge Constructive discharge is
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Discrimination and Employment Laws Christine Rodriguez ETH 321 December 7, 2015 Brian La Hargoue Does spoken action have to be targeted or understood as intentional to be considered harassment? More clearly can language have a contrasting impact? While questions like this may seem trivial, everyday workers morale, mental health and feelings are being threated and or affected by harassment. A huge majority of employees both male and female at one point or another are subjected to some
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the downsizing and all documentation regarding Lawson's employment. The Pregnancy Discrimination Act (PDA) amended Title VII of the Civil Rights Act of 1964 and the Family And Medical Leave Act of 1993 will need to be addressed. The merit of the case will be based upon federal and state statutes, public policy, good faith and fair dealing, and implied contracts. (Jung, 2016) It is important to show that no discrimination was involved in the termination of Jennifer Lawson. In reference to her
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that involves race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information, the business is covered by the laws we enforce if it has 15 or more employees who worked for Filing a Lawsuit Note: Federal employees and job applicants have a different complaint process. If you plan to file a lawsuit alleging discrimination on the basis of race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability, genetic
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for the employer either. Being told a certain number of people have to be laid off presents a problem. People who have good productivity, attendance, and “wow” factors are those that a company wants to keep. However, the company has to consider discrimination when conducting layoffs. What may seem like a good reason for laying someone off may be a reason for an employee to file a lawsuit against the company. During my initial view of the candidates selected for potential layoff, I looked at the skill
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prove that the information the plaintiff seeks to protect must be unique to that particular organization and not general knowledge acquired working within an industry. As previously discussed, the Uniform Trade Secrets Act and the New Hampshire iteration of the Uniform Trade Secrets Act and its definitions confirm that Ever-Gold is a trade secret, covered by the confidentiality agreement, and was
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Trends in the Workplace Patsy N Simmons Professor Perkins Strayer University BUS 500 February 2, 2016 Trends in the Workplace As an HR professional, I am responsible for interviewing and selecting candidates, appraising employee performance, recommending pay increases and promotions, being able to communicate policies and practices all while motivating employees with pay, benefits, and other rewards. I am also responsible for ensuring organizations know how to fully
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